12 2 Chapter 2 Business Issue Exploration 2.1 Theoretical framework Theories are formulated to explain, expect and recognize phenomena in most cases. To explore and expand current expertise within the bounds of essential limiting assumptions. A theoretical framework is a framework that is based on existing or developed theory in a related discipline of inquiry and/or reflects observational speculation. Such as citations borrowed through researchers to build the foundation of their research. The theoretical framework guides the researcher to no longer move the boundaries of the chosen concept to make his final clinical and academic contribution (Adom, Hussain, and Joe 2018). Build a bureaucratic model of basic recruitment methods from a theoretical framework. Unique recruitment tiers are critical to the reasons for evaluating outsourcing recruitment as compliance practices & determinants vary significantly at different stages of the process. provides an efficient version for evaluating a wide range of recruits that also fits a wider description. However, for outsourced recruitment, the model has to be modified with the help of adding a recruitment system as an entry-level (Betgerikar 2015). 2.1.1 Recruitment Theories The recruitment process is a great first step for organizations to achieve human resources in accordance with the potential and needs of the enterprise. a good business system will no longer be capable of run optimally if it is not supported through human sources who have suitable competence as nicely(Azmy 2018). The initial challenge for a company to run its business competitively through recruiting the right people both in terms of understanding and ability to achieve the company's business desires. The relationship between recruitment and overall performance is critical to the success and overall performance of the organization. The right recruitment strategy and supported by using the determination of qualifications according to the wishes of the organization. So that the achievement of organizational goals can be carried out optimally and the recruitment costs that have been incurred can be balanced with the recruitment of superior applicants. Meanwhile, in line with the recruitment process optimization journal, by (Grabara, Kot, and Pigoń 2016), Recruitment can be interpreted as a process to get satisfactory workers who have abilities that match the qualifications and needs of an organization. The system starts with the required qualifications, collects the required application letters and documents, then surrenders by gathering those who are interested in the vacant jobs. According to (Jackson 1995) recruitment involves the search and acquisition of qualified job candidates in such a number that the employer can select the most suitable individual to fill the job requirements. Similar to the fulfillment of job needs, recruitment activities must also pay attention to the fulfillment of the needs of prospective workers. Therefore, recruitment will not only attract people to join the company but will also increase the chances of retaining those individuals once they are hired. While (Taylor and Collins 2000) argued that argue that worker retention as the objective of recruitment also needs to be included in the precise definition. Therefore, we define recruitment as follows: “Recruitment consists of the set of activities undertaken through the company for the primary reason of identifying a acceptable group of applicants, attracting them into its worker ranks, and maintaining them at least for the short term”. 13 (Erasmus, Swanepoel, and H 2008) Highlight that the method in recruitment must include 14 steps and 7 stages wherein each segment of the application can be rejected if it does not meet the needs of the vacancy or the organization that hosts it. large groups usually follow all 14 steps even if they are not in order, as this method may be quite expensive, while small agents only follow some of the 14 steps. in the same way, while capacity candidates do not meet the basic needs of the site, they will not proceed to the recruitment level. While Silzer and Dowell (Us 2014) stated that basically the recruitment process does not hinder the best with application activities and selecting the right candidates, but must recognize how to manage and retain qualified employees. Bhatnagar (2013) said that recruitment has the characteristics of selling the organization and the way the company can provide a favorable image for applicants, they also state that the real motive of recruitment is to attract some suitable people who might be placed on the available vacancies in the company and make them aware that the vacancy exists. The focus of recruitment is how the organization can match the expectations and skills of the candidate with the agreed needs and rewards of the chosen activity. When conventional autocratic systems are evenly distributed and businesses use multidisciplinary groups to live competitively, the need for strategic and clear structures will be paramount. Many organizations are being transformed from structures built around function and work to centralized and independent teamwork of fully empowered individuals with diverse backgrounds to renew traditional specialty people. Therefore, groups need adaptable individuals who can quickly adapt to customer requirements and rapidly changing operational systems. The main reason for recruitment is to get competent employees who will help the organization achieve its goals. Moreover, (Downs 1990) said that Recruitment activities are more than just filling job vacancies in an organization. however, recruitment is about pursuing a long-term path of mobilizing a team of high-performing workers, with the aim of realizing the immediate desires of the business enterprise as well as building the fortune potential. According to (Singh and FINN 2003) one of the terrible outcomes of the recruitment and selection procedure for new employees is the possibility of irrelevant excessive-level workforce turnover. How organizations can appeal to and select personnel who are professional, experienced and capable of their fields is an important problem for organizations to make sure that their values and strategies may be accomplished well. Likewise (Henderson 2008) says that before an organization can control its human resource talent, it must first master it. So, companies need to hire people with extraordinarily valuable understanding, talents, and attitudes that the organization and the people in it need. This is due to the fact the incorrect hiring choice may be fatal and steeply-priced because if it fails, the organization will need to do it over and over till it is right, and also the organization will have to undergo the outcomes of incompetent performance. In addition, (Henderson 2008) advise that bad hiring selections result in diverse issues together with poor overall performance, immoderate costs to the organization, labor turnover, absenteeism, low morale and ineffective control and supervision. Also emphasized that attracting and preserving intellectual capital, rather professional, independent is one of the important functions of globalization. Based on the opinions of numerous professionals above, it could be concluded that recruitment is described as the activity and procedure of finding human resources to work in positions wanted in a corporation or organization, recruitment is accomplished with the 14 motivation, ability, knowledge and information according with the position. This process starts while candidates are sought and ends when their application is submitted to the organization or company. At the same time as the main reason of recruitment is to get people suitable for a selected position. In order that it could work optimally and may remaining for a long term. Errors in selecting the proper individual may have a massive impact on performance, productivity, and can damage the morale of the worker concerned and the human beings around him. Effective recruitment requires the availability of suitable information accurate and continuous information on the variety and qualifications of individuals had to perform numerous jobs inside the organization. Recruitment activities will weed out irrelevant candidates and recognition their efforts on applicants who will be recalled. Recruitment activities can construct favorable public opinion by means of influencing the attitudes of candidates in this type of way whether they are hired or not. Recruitment functions include: a) Get a suitable candidate for the workforce required by the company b) Reducing the possibility of employees leaving because of their position according to the ability of the workforce c) help the organization or company to be more developed because of the existence of human resources with high motivation, expertise, and knowledge.